Dear All,
Greetings!!!
I have 2 questions...
While imparting induction to new joinee, how can we communicate organization culture..? Also what are the ways to communicate the same.. ?
If we want to bring cultural change in the organization .. what can be done..?
From India, Pune
9Greetings!!!
I have 2 questions...
While imparting induction to new joinee, how can we communicate organization culture..? Also what are the ways to communicate the same.. ?
If we want to bring cultural change in the organization .. what can be done..?
From India, Pune
Dear Sonali,
You have asked this query, however, you have not written what type of organisation culture your company has. How have you measured it? Following are the types of cultures:
sensitive Vs insensitive
innovative Vs rigid
entrepreneurial Vs bureaucratic and so on
First find out what type of category you are into and then decide where you want to be. Once you have decided, find out what type of incidents that have happened or how managers have taken decisions in the past related to that type of culture. Include this in your induction.
For other question, you refer my following reply of the past query:
https://www.citehr.com/401810-how-im...ml#post1830903
All the best!
Dinesh V Divekar
From India, Bangalore
You have asked this query, however, you have not written what type of organisation culture your company has. How have you measured it? Following are the types of cultures:
sensitive Vs insensitive
innovative Vs rigid
entrepreneurial Vs bureaucratic and so on
First find out what type of category you are into and then decide where you want to be. Once you have decided, find out what type of incidents that have happened or how managers have taken decisions in the past related to that type of culture. Include this in your induction.
For other question, you refer my following reply of the past query:
https://www.citehr.com/401810-how-im...ml#post1830903
All the best!
Dinesh V Divekar
From India, Bangalore
Hi
The culture of the organization in many ways is the personality of the organization. It is imperative therefore to identify as clearly as possible the factors that comprise this organizational culture. Very often lack of clarity of what makes up the culture of the organization results in our inability to correctly convey to employees the how they need to ingest, adopt and adapt to the organizational culture. You may require to consult your seniors and top management to understand and document the organizational culture.
Some key parameters that can help identify organizational culture could include
The vision and mission statements
The values and strategies of the organization
The hierarchical and reporting structures
The style of management prevalent in the organization
The latitude and degree of empowerment given to employees
The HR policies that broadly define the management employee relationships
Communicating the organizational culture must be done through a mix of written documentation, sharing examples that reinforce the specific cultural values and styles that are part of the DNA of the organization, highlighting through FAQ tricky and subtle issues eg. whistle blower policy and if possible having case studies for discussion by new joinees and intervention done appropriately to clarify, remove misconceptions and reinforce the message to be conveyed.
Bringing about cultural change is a very elaborate and critical exercise and requires senior management intervention from conceptual stage to the implementation stage. Broadly it involves identifying the areas of change, outlining specifically the change to be incorporated, communicating the reasons for the change and the method of implementation and finally ensuring organization wide commitment and implementation of the change.
The biggest challenge would be tackling the resistance to change, bringing about a mindset reorientation and getting people to wholeheartedly accept, adopt and transform smoothly into the new culture of the organization. The process would also be slow, occasionally rough and often punctuated by disagreements and sharp reactions.While implementing cultural change in an existing organization could be relatively easier, it is far more challenging if the issue involves integrating employees of 2 different cultures as would happen in the case of a take over or a merger.
Trust I have been able to throw some light on the subject and that you will be able to build up on the points shared.
Best Wishes
From India, Mumbai
The culture of the organization in many ways is the personality of the organization. It is imperative therefore to identify as clearly as possible the factors that comprise this organizational culture. Very often lack of clarity of what makes up the culture of the organization results in our inability to correctly convey to employees the how they need to ingest, adopt and adapt to the organizational culture. You may require to consult your seniors and top management to understand and document the organizational culture.
Some key parameters that can help identify organizational culture could include
The vision and mission statements
The values and strategies of the organization
The hierarchical and reporting structures
The style of management prevalent in the organization
The latitude and degree of empowerment given to employees
The HR policies that broadly define the management employee relationships
Communicating the organizational culture must be done through a mix of written documentation, sharing examples that reinforce the specific cultural values and styles that are part of the DNA of the organization, highlighting through FAQ tricky and subtle issues eg. whistle blower policy and if possible having case studies for discussion by new joinees and intervention done appropriately to clarify, remove misconceptions and reinforce the message to be conveyed.
Bringing about cultural change is a very elaborate and critical exercise and requires senior management intervention from conceptual stage to the implementation stage. Broadly it involves identifying the areas of change, outlining specifically the change to be incorporated, communicating the reasons for the change and the method of implementation and finally ensuring organization wide commitment and implementation of the change.
The biggest challenge would be tackling the resistance to change, bringing about a mindset reorientation and getting people to wholeheartedly accept, adopt and transform smoothly into the new culture of the organization. The process would also be slow, occasionally rough and often punctuated by disagreements and sharp reactions.While implementing cultural change in an existing organization could be relatively easier, it is far more challenging if the issue involves integrating employees of 2 different cultures as would happen in the case of a take over or a merger.
Trust I have been able to throw some light on the subject and that you will be able to build up on the points shared.
Best Wishes
From India, Mumbai
Hi Sonali,
For new employee you may consider following steps,
1) Brief explanation of Vision & Mission of Company.
2) Company hierarchy.
3) Small introduction with his/her team & supervisor.
4) Brief explanation of attendance & leave policy.
5) Brief explanation of appraisal, bonuses & other Allowances of employee.
6) Make a buddy partner (any employee) for a first day.
7) Make an arrangement of his/her lunch.
8) In some companies Ice-cake send to new employee home.
From Pakistan, Karachi
For new employee you may consider following steps,
1) Brief explanation of Vision & Mission of Company.
2) Company hierarchy.
3) Small introduction with his/her team & supervisor.
4) Brief explanation of attendance & leave policy.
5) Brief explanation of appraisal, bonuses & other Allowances of employee.
6) Make a buddy partner (any employee) for a first day.
7) Make an arrangement of his/her lunch.
8) In some companies Ice-cake send to new employee home.
From Pakistan, Karachi
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Organisation culture.ppt
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